As businesses return to a “pre-COVID normal,” new considerations must be taken regarding the recruitment process. The pandemic changed everyone’s relationship to work, from new expectations to different mentalities of what a workplace should be, and businesses need to adapt to these changes. Below are practices for recruiting the post-pandemic worker. The Importance of Culture  Work culture has always been an important factor in prospective candidate’s decision-making. Glassdoor’s Mission and Culture 2019 Survey reported that 77 per cent of adults “consider a company’s culture before applying for a job,” andSEE DETAILS <...

[Note: This article is fourth in a four-part series of posts.] Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been evaluating their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). ThisSEE DETAILS

[Note: This article is third of a four-part series of posts.] Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospectingSEE DETAILS

[Note: This article is second of a four-part series of posts.] Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospectingSEE DETAILS

Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests is the Myers-Briggs Type Indicator (MBTI), which defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). This helpful (but not necessarily definitive) tool isSEE DETAILS